Why this matters right now
Employer redundancy timelines have compressed post-COVID as the appetite for prolonged consultation has fallen. Employees who understand the statutory minima can slow down badly-run processes long enough to negotiate materially better terms. The 30-day and 45-day thresholds are the floor, not the ceiling.
Standard sequence
- Day 0 - Announcement of at-risk pool.
- Day 1-3 - HR1 filed (collective), section 188 letter issued.
- Day 3-7 - Elections for employee representatives (where no union).
- Day 7-30 - Collective consultation meetings (3-6 sessions typical).
- Day 14-35 - Individual consultation meetings begin.
- Day 35-45 - Selection stage and scoring.
- Day 40-50 - Provisional selection notifications; alternative role offers.
- Day 50-60 - Final decisions confirmed; notice issued.
- Day 50 + notice period - Effective date of termination.
Collective timeline - 20 to 99 redundancies
| Phase | Days |
|---|---|
| Preparation | Day 0-7 |
| Collective consultation minimum | Day 7-37 (30 days) |
| Individual consultation | Day 21-45 |
| Selection and confirmation | Day 40-60 |
| Notice period | Day 60 + contractual notice |
Collective timeline - 100+ redundancies
| Phase | Days |
|---|---|
| Preparation | Day 0-7 |
| Collective consultation minimum | Day 7-52 (45 days) |
| Individual consultation | Day 30-60 |
| Selection and confirmation | Day 55-75 |
| Notice period | Day 75 + contractual notice |
Individual-only timeline (fewer than 20 redundancies)
No collective duty applies. Individual consultation still required but is faster:
- Day 0: at-risk notification.
- Day 1-14: 2-3 individual meetings.
- Day 14-21: selection and alternative role search.
- Day 21-28: decisions confirmed.
- Day 28 + notice period: effective date of termination.
Total elapsed time typically 4-8 weeks depending on complexity.
Consultation is minimum not maximum
The statutory 30 or 45 days are the minimum. Genuine consultation requires proposals to still be capable of change - if consultation is a rubber stamp, tribunals can award protective awards even where the minimum period has elapsed. Complex cases often run longer than the minimum.
Impact of notice period
The notice period runs from the effective date of termination decision, not from the announcement. A 3-month contractual notice extends the total elapsed time by 3 months post-decision.
Where things stretch
- Union recognition and collective bargaining.
- Cross-establishment coordination.
- Multiple protected characteristics requiring adjustment.
- Complex pension implications.
- Voluntary redundancy round before compulsory.
- TUPE or business-sale complications.
Worked example
A 250-person tech business proposes 40 redundancies. 20-99 threshold applies (30 days). Day 0 announcement, HR1 filed Day 3, employee reps elected Day 7, collective consultation Days 7-37, individual meetings Days 14-45, selection Day 45, decisions Day 55, notice runs from Day 55. If contractual notice is 3 months, effective date of termination is around Day 145 - roughly 21 weeks total.
Case example: timeline extension via consultation demands
Employees at a technology firm facing 45 redundancies used the consultation period to request an extended alternative-role search across all group companies. The employer, reluctant to extend, was reminded by union representatives that the search obligation ran to the end of consultation regardless of pace. The consultation was extended by 3 weeks; three of the affected employees found suitable alternative roles that would not have been considered under the original timeline.
Useful calculators
- Redundancy pay calculator
- Redundancy tax estimator
- Redundancy runway calculator
- PILON calculator
- Final pay estimator
Related guides
- Redundancy consultation process
- Collective redundancy rules
- Redundancy consultation period
- Redundancy rights UK
- Voluntary redundancy explained
Authority pages
Frequently asked questions
- How long is redundancy consultation?
- 20-99 redundancies: 30 days minimum. 100+ redundancies: 45 days minimum. Fewer than 20: no collective duty, individual consultation only (typically 2-4 weeks). Genuine consultation may run longer than the minimum.
- When does the notice period start?
- The notice period runs from the effective date of termination decision, not from the announcement. A 3-month notice extends total elapsed time by 3 months post-decision.
- Can the employer speed things up?
- The statutory minimum for collective consultation (30 or 45 days) cannot be shortened. Individual consultation can be shorter but must remain genuinely meaningful. Rushing risks protective awards and unfair dismissal findings.
- What is the total elapsed time?
- Typically 6-16 weeks from announcement to effective date of termination, depending on scale, role seniority (longer notice), and complexity. 100+ redundancies often 4+ months end to end.
- Does consultation stop the redundancy?
- It should try to. Statutory purpose of consultation is to consider ways to avoid or reduce redundancies. Sometimes proposals change; sometimes they proceed as originally proposed but with mitigation.
Sources and further reading
- TULRCA 1992, sections 188-198 — Collective redundancy timelines.
- ACAS: Redundancy timeline — ACAS guidance.
- GOV.UK: Redundancy consultation — Government guidance.
- ACAS — Free, impartial UK employment advice.
- Employment Rights Act 1996, section 86 — Statutory minimum notice.
General information about UK employment law, not legal advice. For your situation, contact ACAS or an employment-law solicitor.